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UPS Airline / Gateway
UPS pilots asked for concessions we are next?
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<blockquote data-quote="PobreCarlos" data-source="post: 541729" data-attributes="member: 16651"><p>trplnkl;</p><p> </p><p>Sure. Willing to give several. Hour assignments. Job assignments seniority instead of by most effective and/or capable. Wage adjustments according to ability. Promotion from friend/t from p/t based on seniority. Grievance resolution expenses. Etc, etc....the list goes on and on.</p><p> </p><p>For example, "705" keeps talking about an arbitrator at panel hearings. Who ultimately (i.e. - one way or the other) pays for not only his direct costs, but for the havoc which he (at least half the time, which is the nature of "arbitration") causes? The union? Hell, the union has absolutely no resources of it's own (they're all generated by the employers), and hasn't any creative business history at all; it's never done anymore than parasite off of at best, and destroy at worst (again, more than a million Teamsters losing their jobs, and driving almost all the top 50 Teamster-organized LTL firms into bankruptcy has to say SOMETHING, doesn't it?).</p><p> </p><p>Just the extra effort of doing business with the Teamsters - and the incredible amount of adjustments needed to cope with the work restrictions and business inflexibility they impose - are a heavy burden on UPS. I'd maintain - as I think most management personnel would today - that those are a much more expensive problem to deal with than actual direct compensation.</p><p> </p><p>Think UPS management hasn't thought of that when considering putting TOFC's out there....or benefiting by sub-contracting rural delivery, etc? Have they found work arounds? Sure, but, meanwhile, the non-organized competition is often a step ahead....and would be even further ahead if it had more capable managment.</p><p> </p><p>Look at the maze YRCW has had to go through in order to try to cope with the financial problems it faces. Can it just make a business decision and implement it? Nope.....has to go through a "change of operations" procedure with the union. And, of course, by the time such a "compromised" change is implemented, the time in which such a change would be meaningful has already passed. Again, the list could go on and on.</p></blockquote><p></p>
[QUOTE="PobreCarlos, post: 541729, member: 16651"] trplnkl; Sure. Willing to give several. Hour assignments. Job assignments seniority instead of by most effective and/or capable. Wage adjustments according to ability. Promotion from friend/t from p/t based on seniority. Grievance resolution expenses. Etc, etc....the list goes on and on. For example, "705" keeps talking about an arbitrator at panel hearings. Who ultimately (i.e. - one way or the other) pays for not only his direct costs, but for the havoc which he (at least half the time, which is the nature of "arbitration") causes? The union? Hell, the union has absolutely no resources of it's own (they're all generated by the employers), and hasn't any creative business history at all; it's never done anymore than parasite off of at best, and destroy at worst (again, more than a million Teamsters losing their jobs, and driving almost all the top 50 Teamster-organized LTL firms into bankruptcy has to say SOMETHING, doesn't it?). Just the extra effort of doing business with the Teamsters - and the incredible amount of adjustments needed to cope with the work restrictions and business inflexibility they impose - are a heavy burden on UPS. I'd maintain - as I think most management personnel would today - that those are a much more expensive problem to deal with than actual direct compensation. Think UPS management hasn't thought of that when considering putting TOFC's out there....or benefiting by sub-contracting rural delivery, etc? Have they found work arounds? Sure, but, meanwhile, the non-organized competition is often a step ahead....and would be even further ahead if it had more capable managment. Look at the maze YRCW has had to go through in order to try to cope with the financial problems it faces. Can it just make a business decision and implement it? Nope.....has to go through a "change of operations" procedure with the union. And, of course, by the time such a "compromised" change is implemented, the time in which such a change would be meaningful has already passed. Again, the list could go on and on. [/QUOTE]
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